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How Does Motivation Theory Explain The Reality Of Employee Motivation At Morton's Of Horncastle Ltd?

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How Does Motivation Theory Explain The Reality Of Employee Motivation At Morton's Of Horncastle Ltd? Motivation is a 'decision-making process through which the individual chooses the desired outcomes and sets in motion the behaviour required to acquiring them.' (Buchanan). Motivating employees is a vital factor in business success. A motivated workforce can help to reduce labour turnover and absenteeism, whilst maximising the outputs as well as the quality of production. There are several different approaches to motivation, one of the most important being Maslow's hierarchy of needs (figure one, shown below). It adopts a human relations approach, which incorporates the psychological as well as the social aspects of the working environment. The aim of this coursework is to apply Maslow's hierarchy to Morton's business and evaluate the effects of each level of the hierarchy. This will be achieved through careful analysis and application of both primary and secondary resources in order to assess the effectiveness of employee motivation at Morton's. figure 1: Maslow's hierarchy of needs Maslow's hierarchy of needs is structured in a pyramid shape in order to highlight which motivational needs are the most important. ...read more.


This differs from Morton's in the respect that job security is generally high although thirty people are being made redundant at Morton's Newark branch. This is because transfers to the Horncastle plant have been possible for the employees who wanted referral, whilst others, who have not wished to relocate, have been provided with extensive retraining, help and support in order to be able to find new jobs. Love and belonging is vital for staff to feel happy in their working environment. One aspect of this is job rotation. This is where staff are able to transfer from one task to another. It does not increase responsibility, but can make day-to-day work more interesting. So, when a vacancy arises, it is advertised internally to allow people to further their skills. This creates a sense of familiarity and a stable working environment due to the fact that new staff are not consistently being employed. This scheme is also beneficial to Morton's because people will already have a fundamental knowledge of their working environment. On joining the company, staff are given a welcome interview, and, following a two-month probation period, they are invited to attend an informal meeting with the company director. ...read more.


In contrast, 'two thirds of employees reported difficulties keeping staff with turnover rising to 25%.5 According to this article, call centre staff are taking, on average, twelve and a half days sick leave a year, which well exceeds the national average. Staff retention, therefore is a major problem, and indeed, a quarter of the workforce left last year. This highlights the two differing extremes of motivation between Morton's and companies such as call centres. All in all, from the analytical and evaluative techniques used in this investigation, it can be seen that Maslow's hierarchy explains how and why employees at Morton's are so well stimulated. This is mainly because the motivational schemes that have been implemented have been successful because the benefits of them have outweighed the costs. This has been achieved through the 'cost-benefit analysis' where the public and private costs have been counted up in order to assess whether a project should go ahead. There are of course disadvantages to the motivational schemes, but, on the whole, the main result of their ideas is advantageous to both Morton's and their employees. 1 See evidence one in appendix 2 See evidence two in appendix 3 See evidence three in appendix 4 See evidence four in appendix 5 See evidence five in appendix Nia Kaye L6B AS Business Studies Coursework March 2006 0047/26324 ...read more.

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